wildroseB+Stickies

=Stickies=


 * Please enter each** **Post IT note, according to the topic and number of dots.**


 * Ex:** **Organizational Change Policies: 19 dots** **and then list each stickie comment.**


 * These comments** **are proactive solutions to overcoming a barrier or restraint that informs your role as a coach in the reculturing schools around 21st Century change.**

Administration/Leadership--25 dots
 * Focus for initiatives and professional development
 * Focus work with administration to limit the focus
 * Have administration prioritize initiatives
 * Take time to teach administrators
 * Professional Development for admin/principals about CFF boot camp for admin.
 * Training for administrators
 * Coaches work with administrators in order to share concerns of the staff without names
 * Build relationships with administrators and teachers
 * Conversations about needs/barriers/perceptions with administrators
 * Central administration and Building administration acknowledge and celebrate teacher/student success and risk taking using PBL
 * Funding...ask school board--student present reasons for funding
 * Use other grants to sustain coach positions
 * More funding so that coaches become permanent, full-time members of the district
 * Make a plan and share with administrators
 * Create tech leadership teams...replicate yourself instead of hall duty

Relationships -- 18 dots PROFESSIONAL DEVELOPMENT -- 16 dots
 * Set aside special "lunch time"- open time for teachers to meet and discuss issues
 * Smile when morale is lower--Encourage everyone
 * Collaboration among participants involved in various PD initiatives
 * Listen first
 * Support and encourage risk taking
 * Try and make the integration of technology easier for the teacher
 * Support and encourage risk-taking
 * Start small with a handful of teachers and a handful of projects
 * Be an oasis and fresh air
 * Appreciate teachers: Give them an opportunity to have a "toast for change."
 * Coaches need to bring food to meetings. Food makes people happy.
 * Encourage each other to keep moving forward
 * Morale: Have a "we appreciate you" party. Celebrate successes.
 * Be in the classroom with the teachers; co-teach often
 * Start with the willing and those who are the leaders among the staff
 * Be very visible - Be in the present-be personal

· Schedule professional development for the entire year in advance · Allow teachers to design in-service days · Give release time for teachers to work together · Rework schedule to accommodate time for professional time on a daily basis · Create summer professional development with pay and Act 48 credits or co-partner with local universities to offer graduate credits · Encourage self-directed professional development and provide individual resources · Have coach work on a one-to-one basis with a teacher or group of teachers that have similar interests · Continued professional development for coaches through monthly meetings at local IU  · Have coach participate in Professional Learning Communities · Have coach and teachers provide resources on a web tool or shared directory within a district network · Set aside specific times for teachers who are using applications to model them for other faculty members

Communication- 15 dots
 * agree to a definition/job description of a coach’s role
 * make limits, don’t overtask
 * make sure that you don’t break communication links
 * central and DO communicate that messy learning is acceptable and expected in class
 * offer loving reality check- honesty
 * communication with coordinators of all PD in district
 * maintain a positive tone so that people don’t tune you out
 * actively learning with admin so all are on the same page
 * educating admin to culture and expectations and negotiating positive change
 * develop a team of admin, teachers, leaders, coach to meet monthly (virtual?] to develop a common plan to share ideas/frustrations
 * encourage PBL schoolwide:email/newsletter- Highlight teachers for admin, faculty and DO

Vision Data Curriculum Scheduling Time
 * Resist the urge to call the coaching positions "temporary" make them full-time and permanent
 * Establish a common language within the learning community
 * A PBL "fair" for administrators to visit to help with the "buy-in"
 * Work toward a "one specific initiative" that is defined by incorporating all pertinent categories "change the language."
 * We are creating a video of successful projects to share with administrators/school board/community to help others see the vision--a multimedia class is developing this as a class project to share
 * Have speakers come to school to talk to teachers about change. New voices sometimes get heard
 * Meet with leaders of other initiatives to discuss a melting pot plan
 * Focus professional development on best practices without jargon
 * Prioritize and focus
 * Get small group of teachers to pilot PBL and showcase project
 * Use data to determine priorities and see which programs will serve your needs
 * To defend your argument for change: Use PVAAS to show the growth model. If scores are good, but growing one year, you have supportive data
 * Join curriculum communities
 * Create department teams to revise curriculum to include PBL's
 * More open classrooms so that classes are free to go out and complete PBL
 * Include technology with PSSA's
 * Creatively schedule so teachers have common time to collaborate
 * Consider exploring intensive scheduling
 * Limit preps for teachers--no more than 3 a day
 * Plan time into next year's professional development calendar in order to have time to roll out appropriately


 * Back to Wildrose B Mini-Mission2 Room**